Contact Us

Shared Work Program
401 SW Topeka Blvd
Topeka, KS 66603-3182

(785) 291-6132
(785) 296-1858 (FAX)
KDOL.SharedWork@ks.gov

FAQs

Can employees work for another employer participating in the Shared Work Program?

An employee may work another job while participating in Shared Work. However, if an employee’s combined hours of work for both employers are equal to or greater than 40 hours of work with the Shared Work participating employer, the employee will not be eligible for Shared Work benefits.

For more details about employee eligibility and how using unemployment benefits for Shared Work could affect an employee’s annual total benefits, please review K-BEN-P 052 (Rev. 12-14) SHARED WORK PROGRAM - Information for Employees.
Do employees need to look for other work in order to receive unemployment benefits?

Employees who are participating in the Shared Work Plan are not required to look for work and are not penalized for refusing job offers from other employers.
How will employees be paid on Shared Work?

Shared Work claimants can choose to receive payments via debit card or direct deposit. You should make your payment selection by creating an online account and selecting payment options.
What are the employers responsibilities if approved for the Shared Work Program?

While on Shared Work, the employer will be responsible for submitting a weekly certification form to the Kansas Department of Labor, certifying the number of hours worked by each employee during the week. The employer must make sure every week that at least 10% of employees in the affected unit qualify—that is, they have had their work hours reduced by 10% to 50%.

If the employer does not meet this 10% requirement during a given week, then NO employees on the weekly certification will qualify for benefits that week. For example: A business unit of 37 employees must have at least 10% of its members—3.7 people, rounded up to 4—listed on the weekly certification.

Employees should NOT file a claim for regular unemployment. Doing so will cause a delay in payment.

The employer manages the Shared Work Program. This means that in addition to meeting the conditions for shared work each week and submitting the weekly certification, they must also keep employees informed about the program and help answer questions.
What should an employer do if an employee hasn't received their unemployment benefits?

First, the employer should make sure the employee has been included in the weekly certification and that all weekly certifications have been submitted. Employees should receive benefits one week following the submission of each weekly certification. Second, the employer should verify that the employee meets all eligibility requirements.

If all weekly certifications are up to date and the employee is eligible, the employee should check their information with the Get Kansas Benefits site. Employees may also need to review whether they have exceeded their total annual maximum benefit amount or the maximum number of weeks of participation in Shared Work.
Who does the Shared Work Program cover?
Employees may participate in a Shared Work plan if they meet the following conditions. They must:
- be able to work and available for full-time work with the participating employer.
- be eligible for regular unemployment benefits in the state of Kansas.
- accept all work offered by the participating employer for the claim period filed.
- not work more than the reduced hours specified in the plan.
- have valid authorization to work in the United States, if not a U.S. citizen.
- report to their employer any hours worked with other employment.
- work at least 8 hours a week.
The Shared Work Program does not cover seasonal employees.

An employee will be considered seasonal if they typically work for a period of six months or less and the period of employment begins in approximately the same part of the year (e.g., summer, winter or holiday season)—regardless of how many hours the employee is expected to work each week.

Employees who are participating in the Shared Work program may receive benefits for up to 52 weeks.
Will participation affect an employer's unemployment tax rate?

Benefits paid under Shared Work are charged against employers’ accounts when computing (experience) tax rates. Shared Work benefit payments affect employers’ tax rates in the same manner and to the same extent as other benefit charges.

Meet the Shared Work Program

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Employers of all sizes have an alternative to layoffs: the Shared Work Program from the Kansas Department of Labor

Shared Work Program Toolkit

For more detailed information about the program, download the Shared Work toolkit. This packet contains helpful information, including FAQ’s, next steps and a checklist to keep employers and employees on track.

Download Toolkit

How to Apply

Download and complete the K-BEN 101 - Shared Work Plan - Employer Application.
Create a list of affected employees in each unit that includes their full name and Social Security number.
Send the completed application and employee list to KDOL.SharedWork@ks.gov or fax it to (785) 296-1858.

Employers may also print and mail the form and employee list to the address above. After the application is received, a decision will be made within 30 business days.

Apply Now

The Shared Work Program is designed to help both employers and employees.

Shared Work can help employers:

Avoid layoffs
Keep valued employees
Recover fast when business improves
Adjust as business changes

Shared Work can help employees:

Keep their current job
Avoid a financial crisis
Keep benefits such as health insurance

Under the program, employers reduce the total number of hours that employees work. Employees can then claim partial unemployment benefits for the number of hours their workweek was reduced.

Business Eligibility Requirements

To participate in the Shared Work Program, an employer must:

Have reduced the normal weekly work hours and corresponding wages by at least 10% but no more than 50%.
Have a reduction that affects a business unit of two or more employees.
Apply the plan for reduced hours to at least 10% of the employees in the affected unit.
Have established an experience rating.
Not have a negative balance in their unemployment tax account or be delinquent on unemployment tax reports or payments.

Employees have to meet a few conditions, as well, to qualify for Shared Work benefits. They must:

Be able to work and available for full-time work with the participating employer
Be eligible for regular unemployment benefits in the state of Kansas
Accept all work offered by the participating employer for the claim period filed
Not work more than the reduced hours specified in the plan
Have valid authorization to work in the United States, if not a U.S. citizen
Report to their employer any hours worked with other employment
Work at least 8 hours in a week

The Shared Work Program does not cover seasonal employees. An employee will be considered seasonal if they typically work for a period of six months or less and the period of employment begins in approximately the same part of the year (e.g., summer, winter or holiday season)—regardless of how many hours the employee is expected to work each week.

Putting Shared Work Into Action

While on Shared Work, the employer will be responsible for submitting a weekly certification form to the Kansas Department of Labor, certifying the number of hours worked by each employee during the week.

Employees should NOT file a claim for regular unemployment. Doing so will cause a delay in payment.

The employer manages the Shared Work Program. This means that in addition to meeting the conditions for shared work each week and submitting the weekly certification, they must also keep employees informed about the program and help answer questions.

Once approved, an employer's Shared Work Plan is valid for one year from the date the application was received.

Employees who are participating in the Shared Work Plan may receive benefits for up to 52 weeks.

How It Works: An Example

A firm facing a 20% reduction in production may consider laying off one-fifth of its workforce. Instead, when faced with this situation, the company can retain its total workforce on a four-day-a-week basis. This reduction from 40 hours to 32 hours cuts production—and payroll—by the required 20 percent without reducing the number of employees.

All affected employees receive their wages based on four days of work. In addition, those employees can receive a portion of unemployment compensation benefits equal to 20% of the unemployment compensation weekly benefit amount payable had the employee been unemployed a full week.

Based on a 40-hour week, the employer reduces the work schedule by 20%. The employer submits a plan for this reduction to Kansas Department of Labor (KDOL) and is approved under the Shared Work Program.

In this example, the employee qualifies for regular unemployment compensation with a Weekly Benefit Amount (WBA) of $488 (actual WBA will vary based on the employee).

20% of 40-hour work week = 8 hours
Employee works and earns wages for 32 hours
20% x $488 WBA = $97

This employee would receive $97 in unemployment benefits in addition to the 32 hours of wages earned during the week.

Each week, the employer submits a weekly certification form, certifying the number of hours worked by each employee during the week.

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